Professor in the Practice Search Procedures


Professors in the practice will be distinguished practitioners who demonstrate eminence in the field, sustained accomplishment, and sustained activity in their area of practice. They will hold national or international reputations for their innovative and transformational contributions to their practice, through creative work, professional leadership, practice-centered publications, or other demonstrations of significant accomplishment. Exceptional contributions as a practitioner are the basis of evaluation. This appointment is not intended for those whose field of practice is primarily that of teaching or pedagogy. (Faculty Handbook, IV.I)

Conditions and Terms of Appointment

FAS appointments at this rank must be at least half-time. Terms can be for up to five years, with the possibility of reappointment in accordance with applicable policies and procedures. Initial appointment or promotion to this rank will require review by the appropriate Tenure and Appointments Committee and approval of the Yale Corporation.


1. Search Request Procedures

Departmental Selection

  • The department determines—usually through a process of review of published, produced, performed, created, or other professional representations of work as well as through research, reading, and discussion—that a search in a given area of need would undoubtedly yield a particular person as the top candidate.
  • Alternately, the department hears that an especially eminent practitioner is suddenly movable, spurring them to propose a search for that person.
  • The selected candidate may be external to Yale or may already hold a Yale faculty position of any rank (instructional, research, or ladder).

Search Request Submission

  • The department chair submits a search request to the FAS Dean at with a copy to the relevant divisional dean. The request should include:
  1. Rationale for an eminent practitioner search—for the particular individual and the field(s) in the context of the department, division, school, and university (as appropriate)
  2. Description of the process through which the proposed candidate was identified
  3. CV, professional resume, or biography of proposed candidate
  4. Information about teaching and graduate training context, including information about the candidate’s experience in teaching or training, and potential courses the proposed candidate may offer relative to the department’s teaching needs.

Search Request Review

Regarding Fully Joint Appointments:

  • In cases involving fully joint appointments, a single unit takes primary administrative responsibility for the search process.
  • A fully joint appointment between the FAS and a professional school requires approval through the normal procedures of both the FAS and the professional school in which the appointment is proposed.

2. Faculty Search Questionnaire Procedures

This step should begin as soon as the search is approved so that it can be completed immediately after the TAC case has been approved.

The Faculty Search Questionnaire is required for all ladder and multi-year non-ladder searches, including Appointments of Special Eminence and Appointments of Special Opportunity.

Faculty Search Questionnaire Preparation

  • Department chairs, search committee chairs, and chairs’ assistants (or equivalent) save all correspondence with field survey persons, referees, evaluators, committee members, candidates, deans, and all other parties related to the search.
  • The department chair, supported by the chair’s assistant (or equivalent) and in collaboration with the relevant search committee members, completes the Faculty Search Questionnaire (FSQ) using the following exceptional instructions:
    • Leave the Interfolio Position ID field blank.
    • In the Position Advertisement (at the top of page 2) and Outreach Plan (Section A), please type in each field “Appointment of Special Eminence.”
    • In the Short List and Proposed Candidates fields (Section B), please include only the candidate of special eminence. Please list the candidate’s name, along with the description of the candidate’s qualifications for the position.
    • Sections C, D, and E are not required.

Faculty Search Questionnaire Submission

  • The department completes the Faculty Search Questionnaire (FSQ) and all supporting documentation as a single PDF to the department/program’s FSQ Subfolder within the department’s SharePoint folder.
  • Within the FSQ Subfolder, please create subfolders per academic year (i.e. 2021-2022). FSQs should be uploaded to the relevant academic year subfolder.
  • FSQ pdf titles should follow the naming convention: Position Title, Final Candidate(s) last name(s) (i.e. FSQ – American History, Jones).
    • If multiple candidates are being extended offers, please use all last names in the title. (i.e. FSQ – American History, Jones, Miller, Smith).
  • The department/program’s chair’s assistant (or equivalent) sends Marsha Marcum ( an email to notify that the FSQ has been submitted.

Required Documentation

  • FSQ form
  • FRC approval email for this targeted appointment
  • Candidate’s CV, Professional Resume, or Biography
  • All evaluations from the candidate’s TAC case review

Faculty Search Questionnaire Approval

  • The FAS Dean’s Office, the OIEA, and the Provost’s Office review the materials and either approve the FSQ or consult with the department/program with any discussion points necessary.

3. Job Advertisement Procedures

If an external candidate is a US citizen or permanent resident, no advertisement is necessary. However, the position must be advertised if the candidate is external to Yale and is not a citizen or permanent resident of the United States (in accordance with the Office of International Students & Scholars’ requirements for Recruitment Advertising Involving International Applicants). If that is the case, the department/program should contact the FAS Dean’s Office for further information on how to advertise this position.

4. Case Review Procedures

The case review should take place as soon as the search has been approved.

All candidates for initial appointments to the rank of Professor in the Practice must be reviewed for and receive affirmative votes from the appointing department(s) and the relevant divisional/area Tenure and Appointments Committee (TAC) before a formal offer can be made.

Please refer to the Review for initial appointment to Professor in the Practice procedures.

For the templates and forms needed for the case review, see the Instructional (Non-Ladder) Appointments Document Library.

NOTE: Please remember that all recommendation letters and referee letters should be held in the strictest confidence. Only those faculty members who are allowed to vote on a candidate’s case have permission to view the letters (see the Faculty Handbook Section IV.F.1 for voting policy). The only document that may be shared with those not directly involved with a faculty search, appointment, or promotion is the candidate’s CV.

5. Offer Procedures

This step may not begin until the TAC review has been successfully completed and the Faculty Search Questionnaire (FSQ) has been approved. For legal compliance, no verbal or written offer may be made before that approval.

Candidate Notification

  • The department may notify the candidate by email or phone that a formal offer letter will be coming. No details of the offer should be communicated at this point.

Offer Letter Creation

  • The offer letter will specify that an appointment is contingent upon subsequent Corporation approval.
  • The offer letter is signed by the department chair, the divisional dean, and, additionally for SEAS departments, the Dean of the School of Engineering & Applied Science.

Offer Letter Issuance

  • The FAS Dean’s Office sends the candidate an electronic offer letter, with a copy to the department chair and divisional dean. Departments are not authorized to extend offer letters; they must be created and issued by the FAS Dean’s Office.

Offer Letter Acceptance

  • The candidate must send a signed copy of the letter to the FAS Dean’s Office at An electronic scan of the offer letter is sufficient.

6. Onboarding Procedures

These steps may not begin until an offer signed by the candidate has been received.